A new Gartner survey of more than 200 C-level executives found 56% are extremely likely to quit their current jobs over the next two years and 27% plan to exit within the next six months. The potential for a mass exodus of executives appears to be the result of burnout, renewed plans to retire and concerns over mental health as the business world struggles with new technologies and challenges.Artificial intelligence (AI), for example, has upended hiring plans as companies seek to do more with less by depending on AI agents to replace entry-level worker tasks while enabling others to do more with the same resources.According to Gartner, companies with executives averaging five or more years of tenure outperformed those with less-experienced teams in terms of revenue, customer experience, and other key metrics. High executive turnover can also hamper organizational growth, as younger teams tend to deliver lower performance. In addition, experienced executives are more likely to leave within two years compared to newer hires.The survey found that many C-suite leaders report an increase in workload compared to two years ago:67% agreed they are asked todo more in their role than two years ago58% agreed their organization relies more heavily on their function/business unit44% agreed they are more stressed by their work responsibilitiesOn top of that, just23% of CxOssurveyed reported their HR leaders are effective atmanaging tensionbetween C-suite members.Chief HR Officers (CHROs) can build trust with the CEO by ensuring executives understand a CEOs priorities and engage in open communication, according to Gartner. Sharing what works in building CEO trust with peers can accelerate trust across the C-suite.As champions of mental health, CHROs should help executives identify work stressors, improve work-life balance, and model well-being practices. By openly discussing their own well-being, CHROs can reduce stigma and encourage healthier conversations, according to Alexander Kirss, a Gartner senior principal analyst.Many executives are also considering a new role due to a desire for more growth opportunities or anticipate being recruited by a competitor, Kirss said. What is important is for CEOs and CHROs to diagnose what the primary sources of executive concern are at their organization so they can develop a targeted executive retention strategy.Staffing firm ManpowerGroups recentGlobal Talent Barometerhighlighted a workforce in flux: 60% of employees are considering job changes within the next six months. Perhaps more tellingly, 41% of workers feel their current organizations lack sufficient opportunities for career advancement.For the tech workforce, a historic reshapingKye Mitchell, president of tech workforce staffing firm Experis US, said the tech industry is undergoing a historic reshaping of the entire technology workforce even as 51% of IT employers plan to hire this quarter. Whats particularly interesting is how the convergence of economic caution and AI acceleration is creating distinct hiring trajectories in the market, she said.Even as tech unemployment has hit new lows recently, organizations are being more picky in hiring because traditional academic credential often no longer fill tech needs. As formal education and training in AI skills still lag, it results in a shortage of AI talent that can effectively manage these technologies and demands, said Kelly Stratman, Ernst & Youngs global ecosystem relationships enablement leader. The AI talent shortage is most prominent among highly technical roles like data scientists/analysts, machine learning engineers, and software developers.The latest survey from staffing firm ManpowerGroup found that 25% of CIOs struggle to recruit and retain skilled talent. While 21% of companies are reducing hiring due to economic factors, 22% are ramping up recruitment to leverage the ongoing AI boom.When considering new hires, 80% of corporate executives prioritize skills over degrees, with half planning to increase freelance hiring this year, according toa new study from freelancing platform Upwork. The study, released this week, showed unprecedented growth in specialized AI skills, which have surged 220% year-over-year. Another problem, however, is the skills needed to keep up with AIs advances are constantly changing.What were witnessing isnt just a talent shortage its a fundamental transformation in how technology roles are structured, Mitchell said.Forward-thinking organizations are creating hybrid roles that combine AI skills with business strategy, reimagining technology careers for the AI era, according to Mitchell; 92% of organizations are redesigning technical roles to include AI skills and strategic thinking. Meanwhile, 81% of CIOs are adjusting hiring strategies, focusing on cloud computing and sustainability.Were entering an era where the traditional career ladder in tech has become a career web, Mitchell said. The most successful organizations will be those that can offer their technology talent not just competitive compensation, but the opportunity to work at the intersection of AI innovation and business strategy. The challenge isnt just hiring its creating an environment where top tech talent can continually evolve their skills and impact.